VARIOUS SOURCES OF PERFORMANCE INFORMATION

1.0 INTRODUCTION

In the business world of human resource, it is considered as the success factor for the
business. There is the reason for business firms that trying to hire the best human resources
that is available at the market so that the firms can maintain its image and goodwill in the
future as well. (Qureshi,2013). The core of public sector reform for performance
management is that it had to spread across many Western countries and beyond. Public
organizations increasingly produce performance information to support decisions by
managers to drive learning behaviours of organizational members. (Vogel & Hattke, 2018).
Performance information has been argued to assist politicians in decision making budgeting
and reform, but research on how political decision makers respond to performance
information is sparse. (Nielsen, 2013)

2.0 PERFORMANCE INFORMATION

Performance information shows how well an institution is meets its aims and objectives,
and which policies and processes are working. Making the best use of available data and
knowledge is crucial for improving the execution of government’s mandate. Performance
information is a key to make management more effective, including planning, budgeting,
implementation, monitoring and also reporting. Performance management also facilitates
effective accountability, enabling legislators, members of the public and other interested
parties to track progress, identify the scope for improvement and better understand the
issues involved. (“National Treasury”,2007)

In the public sector, the research on performance information are been known in decades.
Performance information are often assumed that it would lead to its use by decision makers.
While the production of performance information has received considerable attention in the
public sector performance measurement and management literature, actual use of the
information has traditionally not been very high on the research agenda. (Dooren,2008).
 In the organization, there would be public administration that need to collect the
information on impact of its services and need to report it. Still, just collecting data does
not automatically lead to improvements, which is why practitioners and researchers
declared that it is essential to understand what happens to performance information after it
is has been reported and evaluated. (Hatry,2006). Performance information is use in day by
day decision making, which it can reform the performance as being successful. (Moynihan,
2008).

3.0 VARIOUS SOURCES OF PERFORMANCE INFORMATION

3.4 Subordinates
Subordinate means that someone who works for someone else or someone who has a
lower position and less authority than someone else in an organization. Subordinates tend
to strictly monitor their supervisor’s behaviour, making them a good candidate for rating
supervisor performance but they may not see the supervisor’s day by day tasking that are
not straight involve with subordinate and would not be able to speak to these behaviours.
(Spayd, 2013)
Subordinates often have the best opportunity to evaluate how well a manager treats
employees. The problem with subordinate is that subordinates had power over their
managers, thus they can put their manager in a difficult situation. For peers, it is ka good
idea to use subordinate evaluations as developmental purpose. As they can assure
subordinates that they do not need to fear with their managers. So it is necessary to use
anonymous evaluations and at least three subordinates for each manager. (Sarkar, 2018).

3.5 Customer

Customer is the best sources or performance information this is because customer

evaluation is appropriate when an employees requires to direct service to the customer and
the organizations is interested in gathering information to determine what products and
service that customer wants. (Murphy, 2013) However, customer surveys can be expensive,
therefore many companies conduct such evaluations only once a year and for a short time.
 So this job depends on the particular job. Manager need to choose the source that provide
the best opportunity to observe employee performance and the results. (Vogel, 2018).

4.0 CONCLUSION

Collecting performance information from a variety of sources increases objectivity and

confirms all issues impacting performance are measured. The information should contain
objective data like deadlines reports, sales report or call records. For other valuable
information its include the result of personal observation, feedback form others,
documentation of ongoing dialogue, also any record of any external or environmental
factors impacting performance. (Macmillan,2019).

REFERENCES

Murphy, K. R., & Cleveland, J. N. (1995). Understanding performance appraisal:

Social, organizational, and goal-based perspectives. Thousand Oaks.

MacMillan,A., (2019, March).

Ho, A. (2008). Performance information in the public sector. How it is used (pp. 192-
210). Hampshire, UK: Palgrave.
May 2007 The Framework for Managing Programme Performance Information. National
Treasury.